Diversity In Technology

"Wow, you know your numbers!" "You don’t look like a tech founder!" At some point, I stopped saying “thank you” and started asking, Why is this surprising? Because these aren’t compliments. They’re low expectations wrapped in politeness. As a woman in tech, you learn to spot it early. The way people are impressed when you’re prepared. The surprise when you have clear opinions.The disbelief when you talk systems, not just vision. It’s not flattery. It’s bias disguised as encouragement. I don’t want to be the exception. I want the baseline to shift. So the next time you find yourself impressed that a woman is confident, sharp, and knows what she’s doing — Ask yourself why that still surprises you.

As GenAI becomes more ubiquitous, research alarmingly shows that women are using these tools at lower rates than men across nearly all regions, sectors, and occupations.   A recent paper from researchers at Harvard Business School, Berkeley, and Stanford synthesizes data from 18 studies covering more than 140k individuals worldwide.   Their findings:   • Women are approximately 22% less likely than men to use GenAI tools • Even when controlling for occupation, age, field of study, and location, the gender gap remains • Web traffic analysis shows women represent only 42% of ChatGPT users and 31% of Claude users   Factors Contributing the to Gap:   - Lack of AI Literacy: Multiple studies showed women reporting significantly lower familiarity with and knowledge about generative AI tools as the largest gender gap driver. - Lack of Training & Confidence: Women have lower confidence in their ability to effectively use AI tools and more likely to report needing training before they can benefit from generative AI.   - Ethical Concerns & Fears of Judgement: Women are more likely to perceive AI usage as unethical or equivalent to cheating, particularly in educational or assignment contexts. They’re also more concerned about being judged unfairly for using these tools.   The Potential Impacts: - Widening Pay & Opportunity Gap: Considerably lower AI adoption by women creates further risk of them falling behind their male counterparts, ultimately widening the gender gap in pay and job opportunities. - Self-Reinforcing Bias: AI systems trained primarily on male-generated data may evolve to serve women's needs poorly, creating a feedback loop that widens existing gender disparities in technology development and adoption.   As educators and AI literacy advocates, we face an urgent responsibility to close this gap and simply improving access is not enough. We need targeted AI literacy training programs, organizations committed to developing more ethical GenAI, and safe and supportive communities like our Women in AI + Education to help bridge this expanding digital divide.   Link to the full study in the comments. And a link also to learn more or join our Women in AI + Education Community. AI for Education #Equity #GenAI #Ailiteracy #womeninAI

I’ve been asked more times than I can count: “So, how did you build Clear without any coding experience?” Plot twist: I can code. 🙄 One quick glance at my LinkedIn profile shows it - software engineering internships, projects, technical skills, and yes, a Physics degree from Imperial College London. And yet, I still hear: 👉 “But you don’t look like someone with a Physics degree.” 👉 “No, but who *actually* built your app?” Here’s the reality: as a founder, I do everything; marketing, sales, business development, HR, fundraising… but also tech and product. In fact, for most of Clear’s journey, the bulk of my day-to-day has been tech and product. So, for the record: almost 5 years into building Clear, I’m still bashing out code and shipping features myself. I’m more technical than most CEOs I know. And yet... I keep having to prove it. Someone even told me recently, “It's because your brand just doesn’t make you seem like a technical founder. If you want people to know you're technical, you need to make it clearer in how you present yourself.” Why is that? Do I need to preface every post with a list of programming languages before it “counts”? Should I show up to my meetings with a printout of my latest git commits? What strikes me is that no one has ever asked our CTO - also a Physics grad from Imperial - if *he* can code. Not once. And I know I’m not alone. I’ve had this same conversation with so many female founders who are technical, but somehow aren’t seen that way unless they constantly parade it. It’s worth reflecting on: if we keep asking technical women “can you actually code?” while assuming men can, we’re not just undermining individuals - we’re reinforcing a narrative that erases technical talent when it doesn’t look the way we expect. So, the next time you find yourself asking a technical female founder whether she "can code", perhaps you should start by asking yourself why you're asking that question in the first place. #femalefounder #entrepreneurship #startups #genderbias #diversity

🚨 We’re not just losing women in tech — we’re losing innovation, and future leadership. BILLIONS of £££s. Thanks to my friend Rav Bumbra for highlighting The Lovelace Report —— which launched at the House of Commons by WeAreTechWomen and Oliver Wyman. 💡 Key insights from the report: • 40,000–60,000 women exit UK tech roles every year • 80% of women in tech are currently considering leaving • 90% want to lead, yet only 1 in 4 believe it’s achievable • Over 70% hold additional qualifications, yet only 14% feel they’re progressing • Replacement and retraining alone costs another £1.4–2.2 billion As someone who has dedicated years to making cybersecurity more inclusive, this report lands with weight — but also with clarity. It’s not women who need fixing. It’s the system. This isn’t a pipeline problem. It’s a systemic failure to retain and progress women in tech — which is costing the UK £2–3.5 billion a year. That number is staggering, but it represents more than financial loss — it reflects lost innovation, stalled careers, and cultures that aren’t serving the people they claim to include. The Lovelace Report lays out a clear and urgent blueprint for change. We must: ✅ Redesign career frameworks to be inclusive by default ✅ Tackle structural barriers to progression ✅ Build cultures where women thrive — not just survive 🔗 Read and share the report: https://lnkd.in/es-235TF Let’s ensure our daughters — and every woman entering tech today — finds not just opportunity, but longevity, leadership, and equity. 📢 Please pass this on to your teams, tech leaders, and HR partners. Progress only happens when we act together. #WomenInTech #TheLovelaceReport #InclusiveLeadership #TechForGood #Cybersecurity #RetentionCrisis #EquityInTech #INSecurityMovement #JaneFrankland

💻 20 years in IT. That’s how long I’ve worked in this industry. In that time, I’ve built my career on technical knowledge, hard work, and a deep love for what I do. But despite that, I still walk into rooms where people assume I can’t be the technical SME. Not because of my experience. Not because of my skills. But because I’m a woman. Over the years, I’ve had to fight harder to prove myself than male colleagues with less experience. I always believed things would get better, that we’d evolve past those outdated assumptions. Sadly, even in 2025, I still encounter that same disrespect, and not just from men. Sometimes, it comes from other women too. Let’s not forget the women who helped shape this industry, Ada Lovelace, Margaret Hamilton, Dorothy Vaughan. They were pioneers, innovators, and leaders. Women have always belonged in tech. 👉 So here’s my ask: If you work in IT, assume the woman in the room knows her stuff. Assume she’s the SME. Assume she’s a badass. Because more often than not, she is. Let’s break the bias. Together. #WomenInTech #GenderBias #InclusionMatters #TechIndustry #STEM #BiasInTech

"I was the right candidate for that job; I had all the skills they needed, yet they did not select me" Have you ever had this feeling? You used all AI tools to scan the job post, you were the right match, and yet you were not selected. Why? Because technical expertise is not the only thing required to navigate work smoothly. I've walked a diverse path across different countries, witnessing firsthand the challenges newcomers face in bridging the gap between their skills and workplace demands. The ability to adapt, communicate effectively, and collaborate seamlessly are just as vital, yet often overlooked. Let me break down these key skills that nobody talks about but are crucial for success in today's workplace : 1️⃣ Adaptability: Embrace change with an open mind. In a world where the only constant is change, the ability to adapt quickly to new environments, technologies, and challenges is a game-changer. 2️⃣ Emotional Intelligence: Understand and manage your emotions while empathizing with others. It's not just about what you know; it's about how you relate to and connect with those around you. 3️⃣ Effective Communication: Master the art of articulating ideas clearly, listening actively, and fostering open dialogue. Communication isn't just about talking; it's about ensuring that your message is understood and fostering meaningful connections. 4️⃣ Collaboration: Work seamlessly with diverse teams, leveraging each member's strengths to achieve common goals. Collaboration isn't about competition; it's about synergy and collective achievement. 5️⃣ Problem-Solving: Approach challenges with a solution-oriented mindset. Instead of getting bogged down by obstacles, see them as opportunities for growth and innovation. 6️⃣ Resilience: Bounce back from setbacks with grace and determination. Resilience isn't about avoiding failure; it's about learning from it and emerging stronger than before. 7️⃣ Cultural Competence: Navigate cultural differences with respect and curiosity. In an increasingly interconnected world, understanding and embracing diversity is essential for fostering inclusive workplaces and global collaboration. So, as we navigate the dynamic landscape of work, let's not forget to cultivate these invaluable skills that pave the way for not just professional growth, but personal fulfillment too. After all, it's about what propels us forward, not what holds us back #ProfessionalSkills #CareerGrowth #SoftSkills #GlobalCareers #NidhiNagori

"This report developed by UNESCO and in collaboration with the Women for Ethical AI (W4EAI) platform, is based on and inspired by the gender chapter of UNESCO’s Recommendation on the Ethics of Artificial Intelligence. This concrete commitment, adopted by 194 Member States, is the first and only recommendation to incorporate provisions to advance gender equality within the AI ecosystem. The primary motivation for this study lies in the realization that, despite progress in technology and AI, women remain significantly underrepresented in its development and leadership, particularly in the field of AI. For instance, currently, women reportedly make up only 29% of researchers in the field of science and development (R&D),1 while this drops to 12% in specific AI research positions.2 Additionally, only 16% of the faculty in universities conducting AI research are women, reflecting a significant lack of diversity in academic and research spaces.3 Moreover, only 30% of professionals in the AI sector are women,4 and the gender gap increases further in leadership roles, with only 18% of in C-Suite positions at AI startups being held by women.5 Another crucial finding of the study is the lack of inclusion of gender perspectives in regulatory frameworks and AI-related policies. Of the 138 countries assessed by the Global Index for Responsible AI, only 24 have frameworks that mention gender aspects, and of these, only 18 make any significant reference to gender issues in relation to AI. Even in these cases, mentions of gender equality are often superficial and do not include concrete plans or resources to address existing inequalities. The study also reveals a concerning lack of genderdisaggregated data in the fields of technology and AI, which hinders accurate measurement of progress and persistent inequalities. It highlights that in many countries, statistics on female participation are based on general STEM or ICT data, which may mask broader disparities in specific fields like AI. For example, there is a reported 44% gender gap in software development roles,6 in contrast to a 15% gap in general ICT professions.7 Furthermore, the report identifies significant risks for women due to bias in, and misuse of, AI systems. Recruitment algorithms, for instance, have shown a tendency to favor male candidates. Additionally, voice and facial recognition systems perform poorly when dealing with female voices and faces, increasing the risk of exclusion and discrimination in accessing services and technologies. Women are also disproportionately likely to be the victims of AI-enabled online harassment. The document also highlights the intersectionality of these issues, pointing out that women with additional marginalized identities (such as race, sexual orientation, socioeconomic status, or disability) face even greater barriers to accessing and participating in the AI field."

"We urgently need more women building AI technologies, and the fact that women make up less than a third of AI professionals and only 18% of AI researchers globally is a crisis that demands attention. But this isn’t just a pipeline problem; women everywhere need to start using AI tools in their daily lives and work. In AI training programs, women represent just 28% of enrollments worldwide. Studies show women are 16 percentage points less likely than men to use AI tools in the same job. This reluctance creates a dangerous cycle: as women hesitate to adopt these technologies, they fall further behind in both the workplace and a society increasingly shaped by AI.    But this time could be different. The good news? You don't need a computer science degree or corporate backing to start using AI. Many of the tools are free and available to anyone with a computer or smartphone.  Imagine having a mentor available at any hour, offering guidance without judgment. Master new skills at your own pace, free from the weight of imposter syndrome that haunts so many women in male-dominated spaces. This technology could be more than just another tool; it could be the great equalizer we've been fighting for, giving women the support, efficiency, and confidence that the prior systems have consistently failed to provide. We have, at times, had to forge new paths without established role models. This systemic lack of guidance remains a barrier to equality, with women 24% less likely than men to get advice from senior leaders, and for women of color, the gap is even wider, with nearly 60% never having had an informal interaction with a senior leader. With tools like ChatGPT, every woman can now have a mentor in her pocket—one that helps her rehearse difficult conversations and provides the continuous support that was historically only available to those with strong networks. This technology could also be powerful in addressing the confidence gap that has held women back for generations, the self-doubt and internalized societal messages women often carry that undervalue their abilities and discourage risk-taking. Today, we see similar patterns in women's hesitation to adopt AI technologies. But with these tools, it’s possible for women to get feedback on overly apologetic language in their emails, help preparing for salary negotiations, coaching on presentations, and support identifying the achievements they may be underselling on their resumes.  Research shows that when women overcome this initial hesitation, they often outperform their male counterparts. The key differentiator? Not technical skills, but the confidence and a willingness to experiment. Women who ease into using AI—perhaps using generative AI to draft a challenging email or prepare talking points for a meeting—quickly discover how these tools can augment their work and amplify their expertise." Read more 👉 https://lnkd.in/ejEJJjqR #WomenInAI #WomenInSTEM

Diverse teams are powerful, but only if they’re designed to be. Just putting different people together isn’t enough. What I’ve learned over 11+ years is that true  🧠 Collective Intelligence only emerges when diversity is intentionally activated. 🖌 My Blueprint to unlock it: 🔹 Cognitive diversity It’s about bringing different thinking styles. Teams that embrace divergent ways of solving problems uncover creative solutions that others miss. 🔹 Demographic Diversity The presence of different intersectional identities and lived experiences creates a richer understanding of potential blind spots and unmet needs. 🔹 Experiential Diversity Diverse career paths and life stories equip teams with practical insights that can cut through “tried-and-true” methods that often fail in complex, changing environments. 🔹 Psychological Safety This is the game-changer. Without it, diversity backfires. High-performing teams create a “safe container” where everyone—from the quiet thinkers to the bold disruptors—can voice their ideas without fear. 🔹 Inclusive Decision-Making Diversity is wasted if decisions are still made by the loudest voice in the room. Structured inclusion ensures that varied perspectives aren’t just heard but drive the direction forward. The result? 1️⃣ Faster, smarter decisions: diverse insights reduce blind spots and increase confidence in strategic choices, helping leaders respond swiftly to market changes. 2️⃣ Increased innovation and agility: aligned teams leverage diverse perspectives to solve complex problems creatively and adapt to new challenges with resilience. 3️⃣ Stronger engagement and retention: when teams feel psychologically safe and included, they’re more committed and motivated. This translates to lower turnover and higher morale. The path to unlocking your team’s full potential starts with aligning on the right elements—diversity, psychological safety, and inclusion in decisions. 🤔 P.S. Where is your team on the path to collective intelligence—and what’s your next step?

"𝘽𝙧𝙚𝙖𝙠𝙞𝙣𝙜 𝙩𝙝𝙚 𝙜𝙡𝙖𝙨𝙨 𝙘𝙚𝙞𝙡𝙞𝙣𝙜" We talk about it for decades. Create programs. Launch initiatives. Yet women remain dramatically underrepresented in leadership worldwide.   Let me share what I learned studying 10,000 companies across ASX and NASDAQ:   𝗙𝗲𝘄𝗲𝗿 𝘁𝗵𝗮𝗻 𝟱% 𝗺𝗲𝘁 𝗯𝗮𝘀𝗶𝗰 𝗴𝗲𝗻𝗱𝗲𝗿 𝗯𝗮𝗹𝗮𝗻𝗰𝗲 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.   Traditional approaches FAIL because they focus on the wrong problem.   We keep trying to "fix" women: • More training • More mentorship • More confidence building   These approaches assume women need to change. They ignore the real barriers.   Women already know how to lead. They need DIRECT paths to actual positions.   𝗟𝗼𝗼𝗸 𝗮𝘁 𝘁𝗵𝗲 𝗱𝗮𝘁𝗮: • Training completion rates: 𝗛𝗜𝗚𝗛 • Leadership representation: 𝗟𝗢𝗪 • Board position access: 𝗠𝗜𝗡𝗜𝗠𝗔𝗟 • Real opportunity creation: 𝗔𝗟𝗠𝗢𝗦𝗧 𝗭𝗘𝗥𝗢   Here's what actually works:   1. Direct connections to decision makers 2. Intentional recruitment for leadership roles 3. Removing structural barriers 4. Creating measurable paths to power   I saw this work at our recent networking events. We stopped doing inspiration sessions. Started making actual introductions.   Result: Waitlist without marketing in 5 events.   OPPORTUNITY beats inspiration every time.   𝗥𝗲𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝘀: • Tangible leadership positions • Direct board connections • Measurable advancement metrics • Clear pathways to power   The future demands balanced leadership. Not because it's right. Because it delivers better business results. https://lnkd.in/gx9YunDn